How do you guarantee anonymity?

Responses are anonymous by default: no name, email, or IP is stored with answers. Nothing in the results ties a transcript back to an individual, which is exactly what employees need to believe before they answer honestly.

Can employees still be honest with an AI asking follow-ups?

In practice more honest, not less. There is no colleague reading over their shoulder and no manager in the room. The follow-ups probe the reason while the anonymity removes the fear of it being traced back.

How often should we run it?

Quarterly or twice a year works for a pulse, plus ad hoc after big changes like a reorg. Keep the anchor question stable so the eNPS trend and themes stay comparable across cycles.

What do the results look like?

The eNPS breakdown, themes with supporting quotes and counts, full anonymous transcripts, and a plain-language question box for asking things like "what did people say most drains their energy at work?"

Templates / Employee engagement survey

Team · Adaptive interview template

Employee engagement survey template

Employee engagement surveys live or die on one thing, and it is not question design. It is whether people believe their answers are anonymous. If there is any chance a manager can trace a comment back to a name, the honest answers evaporate and you are left measuring how careful your team is, not how they feel.

This template is anonymous by default: no name, no email, no IP is stored with any answer. That is what lets the AI interviewer do its work, because people will actually explain why they rated their manager relationship a 6, what the team keeps promising and not delivering, and what would make them stay. A rating question anchors the mood, then the interview turns "engagement is fine" into the specific, sayable thing behind it.

When to use it

As a recurring engagement pulse, quarterly or twice a year
After a reorg, leadership change, or return-to-office decision
When your engagement number is stable but attrition is quietly climbing
For a specific team or function you suspect is disengaging before it shows up

Running it well

Lead with the anonymity and mean it. Tell people plainly that no name, email, or IP is stored, because belief in anonymity is the single biggest driver of honest answers.
Do not slice segments so thin that a group becomes identifiable. Small teams can be de-anonymized by cross-referencing, which quietly kills trust for the next survey.
Read the passives, the middle scores. They are the people deciding whether to re-engage or leave, and their follow-ups are the most actionable in the whole study.
Offer it in the languages your workforce actually speaks. The template supports 7 languages, and people are more candid about work in their own.

The questions, and why they're shaped this way

These are the anchor questions. You can edit, reorder, or add to them; the AI interviewer handles the depth between them.

NPS 0 to 10

How likely are you to recommend this company as a place to work?

The employee variant of NPS, eNPS, gives a comparable engagement benchmark and, more usefully, tells the interviewer whether it is talking to an advocate, a fence-sitter, or someone with a foot out the door.

Open text

What's the main reason for your score?

Anchored to their own number, this opens the honest conversation anonymity makes possible. The follow-ups turn a vague reason into the specific team, manager, or process behind it.

What the interviewer asks next

Follow-ups aren't scripted. The AI reads each answer and probes what a researcher would. Depending on what a respondent says, it might ask:

"You mentioned workload as the main drag. Is it the volume, the unpredictability, or the lack of help, and how long has it felt this way?"

"You said you'd recommend the company. What is the thing you find yourself telling people about it?"

"You rated it a 6. What is the one change that would move it to an 8?"

Live demo

Play the employee engagement survey interview

This is the real interviewer, not a recording. Answer as yourself and watch the follow-ups adapt to what you write.

Prefer a full window? Open the demo.

Common questions

How do you guarantee anonymity?: Responses are anonymous by default: no name, email, or IP is stored with answers. Nothing in the results ties a transcript back to an individual, which is exactly what employees need to believe before they answer honestly.
Can employees still be honest with an AI asking follow-ups?: In practice more honest, not less. There is no colleague reading over their shoulder and no manager in the room. The follow-ups probe the reason while the anonymity removes the fear of it being traced back.
How often should we run it?: Quarterly or twice a year works for a pulse, plus ad hoc after big changes like a reorg. Keep the anchor question stable so the eNPS trend and themes stay comparable across cycles.
What do the results look like?: The eNPS breakdown, themes with supporting quotes and counts, full anonymous transcripts, and a plain-language question box for asking things like "what did people say most drains their energy at work?"

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